by Parul Gupta
How frequently do you see a female CEO’ name flashing up on your television screens or social media feeds? Here is a slightly different question- how frequently do you see a male CEO’ name flashing up on your screens? I’m sure the tally for former question would be lower than the latter one. Indeed, list of Fortune 500 companies is a testimony to the grim fact that on an average women end up taking fewer senior management roles than their male counterparts. Only 37 companies, led by female CEOs appear on 2020 Fortune 500 list, which apparently is an all-time record high!
This number might be an enhancement to the even more appalling picture but it eminently reflects a Glass Ceiling or invisible barrier to advancement into the top leadership roles encountered by women at workplaces across the globe. A 2020 analysis by Mercer of over 1,100 organizations across the world shows contraction of women participation as one goes higher up the corporate ladder. Despite the large influx of women entering the workforce in the last two decades and narrowing of gender inequality in literacy rates, top leadership roles continue to be the ‘territory’ of males. These barriers could have their genesis in the conventional thinking of the society or females themselves.
The notorious notion of a demure woman who is expected to speak politely, dress-up modestly, run household errands, look after children- basically live a prosaic lifestyle – is deep-rooted in our society, which seemingly makes them less ambitious than men. Decisions regarding promotions of women after a certain point might be based on factors like work-family conflict and biological constraints. But should the phrase ‘family-centred’ be evidently associated to women only? And should the basic process of life repress someone from achieving their desired goals? Having said that I believe it’s not only because of societal stereotypes that women are restricted from advancing in their career paths but because of women themselves too. The lack of self-assurance resulting from zeal to deliver to the female role-model standards holds women back from applying to more technical and more demanding job positions. On average more professional women are concentrated in departments like human-resource management or fields like education which permits them to take time out for their routine jobs of ‘looking after the family’. Greater share of professional women end up taking part-time jobs by choice and very less dare to walk on supposedly scary path of achieving astronomical dreams.
This systematic issue of glass ceiling needs to be quelled by ensuring implementation of structured processes of recruitment, free from bias and self-perceived notions about other’s lifestyles. Women should be engaged in succession planning and set as role-models for other women in the organization working at lower-paying job positions. Also, women need to come out of their shells, believe in their potential, consider themselves at-par with men and take leadership roles head-on. Some of the things that one can do on a personal level are–>Give credit: Always acknowledge the efforts put in by women around you instead of belittling their ideas or completely rejecting them just because of the bias that exists in your mind! Give them due credit for their work and try to instill belief and confidence within them.–>Express belief: while imposter syndrome is universal, women tend to feel this more pronouncedly than men. Encourage them not to give in to fear, express firm belief that they can handle each situation well.–>Form a sisterhood – Gender bias is so deeply rooted that all of us have it. Ironically, women also have the same biases against women as men do. Guard against it and connect with empathy. Every woman deserves and needs a kinship & camaraderie that only other women can provide them.
“It’s high time that we break the glass ceiling. Be a cheerleader for the women in your life! 😉 “
References
https://fortune.com/2020/05/18/women-ceos-fortune-500-2020/
https://www.shrm.org/shrm-india/pages/breaking-glass-ceiling-in-leadership-roles.aspx
https://www.thoughtco.com/glass-ceiling-for-women-definition-3530823
https://www.researchgate.net/publication/265291871_Women_and_the_Glass_Ceiling
The Watercooler 